Introduction:-

“The effect of family on workplace is an important though often overlooked issue for work
organizations with the implications for the morale, stability and productivity of work. The
relationship between work and family as a reciprocal process in which work and family
influence each other in a circular or feedback fashion.
High Cost of living , are striving for better quality of life has been bombarded the family
environment with new expectations. Marriage and established family life are the unique
qualities of human being, which makes them to be an integral element of social life. It’s a union
in which two individual’s from different backgrounds and personality traits interact together
for cause of establishing a family. It’s an interaction and mutual understanding between two
unique personalities, there are chances of having conflict and adjustment problems. Marriage
is the primary source of individual happiness and meaning of life. This fulfillment of happiness
and positive development will be possible only when the relationship between couples is
coherent and satisfactory.
The influx of women into the paid workforce possible have shifted the dynamics of family
balance significantly for the couple, particularly the impact of both the spouses working
increases the number of stressors in their marital relationship. Family can be widely thought of
as a social union which requires certain activities (i.e task) to be performed especially when
both spouses are employed, the process of allocation of individual to these activities may
require spouses to negotiate, which can be an important source of conflict within marriage. In
that case, employment and earnings can be important resources which give a relative
bargaining power to each spouse in these negotiations. Spouse with the more resources may
seek more egalitarian roles in marriage, which can lead to marital conflict, If her husband resist
for the continuation of status quo in gender role.”
If there is a gender normative role distribution in the family (which assigns home work to the
wife and market work to the husband) as role specialization perspective assumed, then
alteration of these rules may upset marital quality into Ways.
 First it may create a hostile family environment by introducing a status competition
among spouses.
 Second it can undermine the gains from being married by reducing the housework done
by wives and other family related services husband would get from the wife who are
not working.
Both of these are especially relevant for husbands whose role as breadwinner is being
challenged.
Given women’s increasing labor force participation and rise in their earnings but lagged change
in the distribution of household chores, the circumstances are ideal for marital conflict
women’s relative income will increase the marital conflict, due to the assumption that wives
become more independent as their income increases.

Problems With Wives Employment:

Wife’s employment has been longer considered one of the most important detriments of marital
instability.
The role of women’s social and economic independence for marital stability has been of interest
of social scientists for several decades in response to growing female labor force participation
and marital disruption. Women’s role as an employee and breadwinner is a positive change on
the gender equality and participation but simultaneously it’s having implication on family life.

Status Of Working Women:

New emerging trend of working women has changed the status of the women in the family,
women are more independent and have freedom to take decision in comparison to females who
are dependent on their male partner and are involved in household work.
Financial stability has increased among the working women’s. they are much economically
stable.

Socio economic issues of women:

Over the past three decades or so, Indian women as started entering all occupations and have a
branched out into legal, science and industrial professions, which were earlier considered
exclusive male domains. These include banking, marketing, research, advertising, civil service,
police and armed forces and a many new emerging fields relating to IT and communication.

Without socio-legal equality for women in Poor sector of India, the impacts of efforts at
development cannot become fully realized. India must value women woman as human
resource assets and not liabilities. Socio-economic development can both empower women and
raise the status of Indian economy. women need employment Justice, education, vocational
training and skill improvement which would increase the capacity for gainful economic
participation of women in India.
Statement of the Problem:
Females are always considered as a second sex and in this patriarchal mindset of society they
are always deprived of their rights. Women in life faces many problems such as sexual abuse,
lack of appropriate medical care, sanitary hygiene’s, loss of children and breakdown of families
and gender discrimination in many aspects of the life. The idea of removal of discrimination is
completely worthless to such women because large number of female are give up their rights
due to which they can’t raise their voice and they are told only to adjust with all the situations
and problems.

Objective of the Study:

i. To find out laws available for protection of working women.
ii. To trace out different problems faced by working women in their spousal relationship.

Significance of the Study:

Awareness among women about their rights should be generated as they are also human being
and they should not be deprived of their basic human rights by discrimination caused due to
their gender. Women should be treated in a better way so that they can lead their normal life
and their rights should not be violated. Constitution gurantees equality and it should not be
violated.

Hypothesis:

Working women deserves special attention as their problems differs largely from male as their
rights are continuously violated in one or other way, deprived condition of women is the result
of patriarchal mind-set of the society.
Research Question:

i. To analyze whether there is any gap between the theory and practice in implementing
the rights of a working women in the day to day life of women in family and role of the
spousal relationship.

ii. To analyze whether it is considered as a mercy or reluctance or denial on part of the

family and law makers to considered women as a second sex.

Research Methodology:
The methodology which the researcher has adopted is Doctrinal. The emphasis will be
on critically analyzing various legal provisions relating to issues. Reliance will be
placed on legislature provision, case laws, treaties, recommendation of committees and

commission and other authorities, text and a scholarly work on the subject matter.

Chapterization:

Chapter 1 deals with the general introduction, statement of problem, objective of

the study, significance of study, hypothesis, research question and research methodology

Chapter 2

Problems of working women:

Working women i.e those who are in paid employment, face problems at work place just by
virtue of their being women (patriarchal mindset), social attitude to the role of women lags
much behind the law. The attitude which considers woman fit for certain jobs and not others,
cause prejudice in those who recruit employees. Thus women find employment easily as
nurses, secretaries or on the assembly line.
Working women are often subject to sexual harassment even while going to work in the
overcrowded public transport system.
At the workplace, working women experiences sexual harassment from colleagues and her
higher officers. The latter may prove difficult to shake off, when the job is very important for
the women.
Women lose their workplace ambition much more rapidly than men (because they are
constantly discouraged). On the other side if a woman is praised for her work or promoted on
merit, her colleagues do not hesitate to attribute it to sexual favors. The psychological pressure
of all this can easily lead to a women quitting her job. Most of the problems that beset working
women are in reality rooted in the social prospective of the position of women. Despite all the
factors affecting working women have made millions and are struggling in low-paying low
opportunity jobs. They can’t advance. They can’t even earn enough to make ends need.
In India working women continue to face stiff challenges and social resistance even in 21st-
century.1 There is gender bias against women in many industries,

and the percentage of women making to the top of the corporate laddar is still abysmally low.2
Women’s employment is not necessarily synonyms with a women’s empowerment, and a large
number of women do not get to exercise a control over their own income. Sexual harassment
and the absence of a secure working environment for women continue to remain a challenge in
most parts of the country3. In the male-dominated Indian society, women suffered to sexual,4
legal,5 and psychological levels of exploitation,6 in their lives.with the assistance and support
of family members and government women can join the mainstream of national economy and
contribute to country’s social and economic progress.7 Nevertheless, the situation of women
is an important factor affecting the socio-legal development of a country. The long term sure
socio- economic development of a country cannot be fully realized if women, who usually

1
Seth,N, Women and Development: The Indian Experience, p.no699. (New Delhi: Sage Publications. 2001)
2
A, Simmons, J. Duffy ,et.al., Attitudes toward Women Managers, Gend.Manag (American Publication
Vol.27. 2012).
3
Khushi Mehta 4 Key social Forces to improve the status of Working Women in India, p.no 299. ( New Delhi
Publication 2010).
4
Barbosa and C. Cabral-Cardosa. Managing Diversity in Academic Organizations: A Challenge to
Organizational Culture, Women Manag, p.no.484-504 (vol.24 2007)
5
E. Galanaki, N. Papalexandris, Revisiting leadership styles and attitudes towards women as managers in
Greece, Gend, Manag. P.no.484-504 , (vol.242009).
6
Manisha, Reena Kumari Singh, Problems Faced by Working Women in Banking Sector, International Journal
of Emerging Research in Management and Technology. (2016).
7
Lalita Kumara, A study of Socio Economic, Self Confidence and Problems Faced by Working Women, Iosr
Journal of Humanities and Social Science (JHSS (2012).
constitute half of the total population enjoy a subordinate position to men; and their talents
remain unexplored.8

Psychological problems:

Mental health is described by world health organization as a state of well-being in which the
individual realizes his or her own abilities, can cope with the normal success of life,9 can work
productively and fruitfully, and is able to make a contribution to his or her community, Good
mental health is essential for the well-being of individuals,10 their families and the community.
Mental, physical and social health is interdependent.11 People living with mental problems may
experience poorer health, placing individuals at an increased risk of chronic disease. The status
of women is directly connected with economic position, which in turn depends on opportunities
for participation in social economic activities.
The economic status of women is now accepted as one of the main indicator of society’s
development.The women face so many physical and mental illness including behavioral
disorders and these are the result of a complex interaction between biological, psychological
and social factors.12Shiftwork (worse which is scheduled after the normal daylight hours like
9-5) often creates so much stress upon women working in such work schedules. Such shift in
day and night work adversely affects working women both physically and mentally. it will
also have adverse effects on their concentration, memory, alertness etc.13 Women face more
psychic problems now as a result of her changing roles and bearing dual responsibilities, one
in family and the other in the job.14 Various psychic problems like anxiety, frustration, mental
illness distress, stress, anger, phobias and other various social and emotional distressesare like
to beset her.15

8
R.H. Chaudhary, and N.R. Ahmed, Female Status in Bangladesh, Dhaka: Bangladesh Institute of Development
Studies (1980).
9
Murthy, V.N, Psychiatric morbidity and menopause, Indian Journal of Psychiatry. (1997)
10
Nelson, D.L and Bruke, R.J. Women executives health stress and success. The Academy of Management of
Management Executive (2000).
11
WHO Report (2005).
12
World Health Report (2001).
13
Vyas, S & Watts, C. How does Economic Empowerment Affect Women’s Risk of Intimate Partner Violence in
Low and Middle Income Country Settings?: A Systematic Review of Published Evidence. Journal of
International Development. (2008)
14
Nelson, D.L and Bruke, R.J, Women Executive’s Health Stress and Success. The Academy of Management
Executive (2000).
15
Pandey, J, Psychology in India Revisited Development in the discipline.(New Delhi, Sage Publications. 2004).
Chapter 3
Laws Available:
International Prospective
International LabourOrganisations(ILO):It is a specialized agency of United Nations
dedicated to improving labour conditions and living standards throughout the world. The ILO
is a tripartite organization, in which and workers have 25 percent of seats of the governing
body at the annual International Labour Conference while governments have 50 percent of
allocated seats. The ILO also provides technical assistance in social policy and administration
and in workplace training, compiles labour statistics, conducts research on unemployment and
underemployment, labour and industrial relations especially those concerning working women
and helps to protect the rights of working class through its convections. Perhaps, the most
important conceptual advance in the international law of women’s rights is the CEDAW 16,
which provides that women be given equal rights to those of men on equal terms.

India’s Position vis-avis ILO: India is a member of ILO since 1919i.e, from its inception.
Even before India became free of British rule, It had ratified 14 convections. Within 4 years of
Independence 4 more convections were ratified by which time ILO has passed 107 convections.
In 1954 Government of India appointed a committee to make recommendations in ratifying
ILO convections. Following recommendations, Government ratified 5 more convections. Some
of the Fundamental convections which India ratified so far is listed below:
i. Forced Labour Convection,1930.(Ratified in 1954)
ii. Equal Remuneration Convention,1951.(Ratified in 1958)
iii. Abolition of Forced Labour Convection, 1957.(Ratified in 2000)
iv. Discrimination(Employment and Occupation)Convection, 1958.(Ratified in 1960)
However some important conventions concerning working women have always been side-lined
by the different Governments in India from time to time such as:
i. Underground Work(Women Convection), 1935.
ii. Safety and Health in agriculture Convection,2001
iii. Occupational Safety and Health Convention,1981.

16
Convection on the Elimination of all forms of Discrimination against women, adopted by General Assembly of
UNO on December 18,1979.
 iv. Minimum Wage Convention,1973.
v. Working Environment (Air Pollution , Noise and Vibration) Convention,1977.

Constitutional Safeguards for Working Women: The Constitution of India not only grants
equality to women but also empowers the state to adopt measures of positive discrimination in
favour of women for neutralizing the socio-economic, education and political disadvantages
faced by them. The entries with regard to labour and its regulation in the 7th schedule of the
Constitution of India are given below:

Union List:
i. Entry no- 55: Regulation of labour and safety in mines and oil fields
ii. Entry no- 61: Industrial disputes concerning union employees.
iii. Entry no- 65: Union agencies and institutions for professional, technical or vocational
training
Concurrent List:
i. Entry no- 22: Trade unions; Industrial and labour disputes.
ii. Entry no- 23:Social security and social insurance; employment and unemployment
iii. Entry no- 24: Welfare of labour including conditions of work, provident funds,
employers liability, workmen’s compensation, invalidity and old age person &
maternity benefit.

The Preamble and Fundamental Rights, among others ensure equality before law and equal
protection of law; Prohibits discrimination against any citizen and guarantee equality of
opportunity to all citizens in the matters of employment. The constitutional provisions
pertaining to working women in this regard include:
i. Equality before Law for Women (Article14).
ii. The State not to discriminate against any citizen on grounds only of religion, race, caste,
sex, place of birth or any of them (Article 15).
iii. The State to make any special provisions in favor of women and children(Article 15(3).
iv. Equality of opportunity for all citizens in matters relating to employment or
appointment to any office under the State (Article 16)
v. Right to life and personal liberty s not merely a right to protect one’s body but the
guarantee under this provision contemplates a larger scope especially to working
women.
 vi. Right against exploitation and human trafficking (Article 23).
vii. The state to direct its policy towards securing for men and women equally the right to
adequate means of livelihood(Article 39(a).
viii. Equal pay for equal work(Article39(d).
ix. The state to make provisions for securing just and humane conditions of work and for
maternity relief(Article 42)
x. To promote harmony and the spirit of common brotherhood and to renounce practices
derogatory to the dignity of women (Article51(A)(e).

Labour Welfare Legislation Pertaining to Working Women: To uphold the Constitutional

mandate, the state has enacted various legislative measures intended to ensure equal rights, to
counter social discrimination and various forms of violence and atrocities and to provide
support services especially to working women. However, the National Commission for
Enterprises in the unorganized sector (NCEUS) while analyzing the effectiveness of the
coverage of different labour laws found that “the actual coverage of the labour regulations in
India is very small; the laws themselves apply only to a small proportion of workforce and they
are actually implemented in the case of even smaller segments.”17 Although all laws are not
gender specific, the provisions of law affecting women significantly have been reviewed
periodically and amendments carried out to keep pace with the emerging requirements. Some
Acts which have special provisions to safeguard women and their interests are:
i. The minimum wages Act, 1936.
ii. The Employees State Insurance Act, 1948.
iii. The Plantation Labour Act, 1951.
iv. The Maternity Benefit act, 1961(Amended in 1995).
v. Beedi and Cigar Workers (Conditions of Employment) Act, 1966.
vi. Central Civil Service Rules of 1972.
vii. The Contract Labour (Regulations and Abolition) Act, 1976.
viii. The Equal Remuneration Act, 1976.
ix. The Factories (Amendment) Act, 1986.
x. Building and Other Constructions (Regulations of Employment and conditions of
service) Act, 1996.

17
National Commission for Enterprises in the Unorganized Sector, The Challenge of Employement in India, An
Informal Economy Perspective, (Volume I, Main Report,2009.)
 xi. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013
xii. The Mahatma Gandhi National Rural Employment Guarantee Act,2005 (NGNREGA).
xiii. Unorganized Workers Sector Social Security Act, 2008.

Protective Provisions for Working Women Under these Laws:

Some of the important protective provisions for safeguarding the interests of working women
are:

A. Safety Measures:
i. Section 22(2) of the Factories Act, 1948 provides that no women shall be
allowed to clean, lubricate or adjust any part of the prime mover or any of the
transmission machinery in motion.
ii. Similarly, section 27 of the Factories Act, 1948 prohibits employment of
women in any part of the factory for pressing cotton while it is in work.
B. Prohibition of Night Work:
i. Section 66(1)(b) of the Factories act,1948 states that no women shall be
required or allowed to work in a factory except between the hours of 6 a.m to
7 p.m.
ii. Section 25 of Beedi and Cigar Workers (Conditions of Employment) Act,
1966 states that no women shall be required or allowed to work in any
industrial premises except between 6a.m to 7p.m.
iii. Section 46(1)(b) of the Mines Act, 1952 prohibits employment of women in
any mine above ground except between the hours of 6a.m and 7p.m.

C. Prohibition of Sub-terrain Work:

i. Section 46(1)(b) of the Mines Act, 1952 prohibits employment of women in
any part of mine which is below ground.
D. Health Measure:
i. Section 19 of the Factories Act,1948, Rule 53 of the Contract Labour
(Regulation and abolition) Act, 1976, Section 20 of the Mines Act, 1952 and
Section 9 of the Plantation Labour act, 1951 states to have separate latrines
and Urinals for working Women.
E. Welfare Measure:
 i. Section 57 of the Contract Labour (Regulations and Abolition) Act, 1970,
Section 42 of the Factories Act, 1948 and Section 43 of the Inter-state Migrant
Workman Act, 1979 clearly points out to have separate washing facilities for
female workers.
ii. Similarly, Section 48 of the Factories Act, 1948, Section 44 of the inter-state
Migrant Workman (RECS) Act, 1979, Section 12 of the Plantation Labour
Act, 1951 and Section 35 of the Building and Other Constructions(Regulations
of Employment and conditions of service) Act,1996 elucidatesto provide
facility of Crèches for young ones of working women.
F. Provisions for Equal Pay for Equal Work:
i. The Equal Remuneration Act of 1976 provides for equal pay for both men and
women doing the same or similar work. It also forbids discrimination on the
basis of sex at the time of recruitment and thereafter.

G. Maternity Benefit:
i. Section 4 of the Maternity Benefit Act, 1961 says that no employer shall
knowingly employ a woman in any establishment during the six weeks
immediately following the day of her delivery or miscarriage, nor shall any
women work during this period. Every such woman shall be entitled to and
her employer shall be liable for the payment of maternity benefits at the rate
of the average daily wages for the period of her actual absence immediately
following that day.
ii. Similarly, section 46 of the Employees State Insurance Act, 1948 states that
for the entitlement to maternity benefit, the insured women should have
contributed for not less than 70 days in the immediately preceding two
consecutive contribution periods corresponding to the benefit period in which
confinement occurs. The daily rate of benefit is double standard sickness
benefit rate i.e full wages.
iii. The Central Civil service Rules of 1972 also provide maternity protection.
However the scope of application and quantum of relief differs vastly from
other above mentioned legislations.
iv. Section 52 of the Mines Act, 1952 and Section 79 of the Factories Act, 1948
provides for the maternity leave for any number of days not exceeding 12
weeks.
 v. Similarly, Section 32 of the Plantation Labour Act, 1951 provides for the
sickness and maternity benefits in case of the sickness being certified by a
qualified medical practitioner.

H. Prohibition of Sexual Harassment at Workplace:

i. The Sexual Harassment of Women at Workplace (Prevention, Prohibition,
Redressal) Act, 2013 seeks to protect women from sexual harassment at work
place in both organized and unorganized sectors working hours by creating a
mechanism for redressal of complaints in the form of Local complaints
committee. Non compliance with the provisions of act shall be punishable with
a fine of upto Rs. 50000/-

Chapter 4
Judicial Approach
The role of judiciary has also been quite significant with respect to the women working class.
The Indian Judiciary to a certain extent has taken a lead in securing socio-economic justice to
women. An analysis of the decided cases reveals that there is a new trend in the Judiciary to
interpret laws so as to provide better protection to women folk in respect of the attainment of
their rights.

In Dr. Hemlata Saraswat v. State of Rajasthan and Ors,18 the court held that the
communication made by the Directorate of Medical and Health services, Rajasthan denying
maternity leave to the petitioner on the ground that the rules did not mention about the grant of
such leave to the medical officer working on consolidated salary was unjustified and did not
appear to be bonafide.

In Simi Dutt v. State,19 the Jammu and Kashmir High Court rejected the position of State
holding that a distinction had to be made between the female employees appointed on the
regular basisand those on adhoc basis. Thus, the claim of lecturer, appointed on adhoc basis,
for maternity leave was allowed.

18
MANU/RH/004/2008.
19
2001(4) SCT726.
In Vishaka & Ors v. State of Rajasthan,20 the Hon’ble Supreme court of India has laid down
certain guidelines for the prevention of Sexual harassment of women at workplace. The
guidelines have the force of law under Article 141 of the Constitution.

In C.B. Muthumma v. Union of India,21 a writ petition was filed by the petitioner, a senior
member of Indian Foreign Service, complaining that she had been denied promotion to grade
I illegally and unconstitutionally. She also pointed out that severalrules of civil service were
discriminatory against women. The Supreme Court through V.R Krishna Iyer and P.N Singhal,
JJ held that the facts speak a story which makes one wonder whether Article 14 and 16 belongs
to myth or reality that the sex prejudice against Indian women-hood pervades the Service rules
even after three decades of achieving independence.

In Air India v. Nargesh Mirza and Ors,22 the judiciary has played an active role in enforcing
and strengthening the constitutional goal of “ Equal pay for equal work”.

Similarly, in Randhir Singh v. Union Of India,23 the Supreme Court observed equal pay for
equal work is not a mere democratic slogan. It is constitutional goal capable of attainment
through constitutional remedies by enforcement of constitutional rights.

In the case of Rajendra Grover v. Air India Ltd & Ors,24 adjudicated in Delhi High Court,
members of the male cabin crew moved court to challenge a directive issued by Air India Ltd,
dated 27.10.2005 which allowed both male and female crew to perform the job of In-Flight
supervisors. This effectively meant that male cabin crew could be expected to serve on a flight
under the supervision of a woman IFS. The Court held that there was nothing unreasonable
about this directive and that “in effect it removes the men only tag on the function of the IFS”
and found that it enabled the female cabin crew to break the “glass ceiling”. The provisions of
the Era itself were not the subject of interpretation in this case, but the facts in the Judgment
reflects the level of discrimination between men and women even in terms of access to the

20
AIR 1997 SC 3011.
21
(1979)4 SCC 260.
22
AIR 1981 SC 1929.
23
AIR 1982 SC 829.
24
Rajendra Grover &Ors v. Air India Ltd and Ors, (Delhi High Court 8th October 2007).
same kinds of work. Fortunately the court was able to uphold the principles of non-
discrimination in this Judgment.

The Madras High Court, in the case of Vasantha R. v. Union of India,25 struck down Section
66(1)(b) of the Factories act,1948 on the grounds that it was violative of Article 14,15 and 16
of the Constitution Of India. The petitioners were women workers who were working in the
mill and some who were on the management of the various mills or factories filed petitions
challenging the constitutionality and the batch of writ petitions was filed on the ground that no
discrimination should be practiced against women on account of their gender. The petitioner
could not work in the third shift between 10 p.m. and 6.a.m., due to statutory provisions banning
night work of women. The court held that, “potential employment cannot be denied on the sole
ground of sex when no other factor arises” and struck down section 66(1)(b). The Court laid
out detailed guidelines in order to ensure the safety and welfare of women workers in the night
shift.

In the case of Gujarat Electricity Board v. Hind Mazdoor Sabha & Ors,26 it was contended that
the workers had been exploited by contractors to work in a Thermal Power Station of the
Gujarat Electricity Board at Ukai in Gujrat. The Court dealt with the question of who can
abolish contract labour, in what circumstances can contract labourers be absorbed as employees
and whether an industrial dispute can be raised in these circumstances. The Court held is only
the appropriate Government which has the authority to abolish genuine labour system is
abolished, the direct employees of the principal employer can raise an industrial dispute for
absorption of the ex-contactor’s workmen and the adjudicator on the material placed before
him can decide as to who and how many of the workmen should be absorbed and on what
terms.

Chapter 5
Impact on spousal Relationship:
The Patriarchal mindset of the society is one of the barrier which is faced by carrier oriented
women. They are always considered as a second. It becomes very difficult by the male partner
to accept their wives as an independent carrier oriented lady, but for some it is a feeling of

25
Triveni K.S. v. Union of India, 2002(5) ALT 223(High Court of Andhara Pradesh). 61(2001) II LLJ 843 Mad
26
AIR 1995 SC 1893.
proud of having a career oriented or working wife. Mainly the effects on relationship is only
because of psychologically mindset of man.
All men have different mindset so impact is also not uniform. Impact can be good also and bad
also.
Some of the impacts are:

Imbalance took place in the life of couple as Some men adjust and try to cope up with all
it becomes difficult for women’s to manage imbalances and helps wife to manage
dual role. everything smoothly. They also help in
house hold work.
Due to work load stress increases among the Some men easily cope up with the stress and
couple. also helps their wives to solve their problems
by helping them in their office work also by
providing them good ideas
It is come out in India through a study that
Divorce rate is higher among the partners
who both are working due to lack of
understanding, extra marital affair and
decreased tolerance level-+
Women’s employment is a positive move
towards the women empowerment buy it is
not a factor which few patriarchal mindset
husbands can tolerate

There is a lack of adaptability among the

couples and family
Lack of time for children creates a wall of
distance between mother and children.
Sometimes children suffers many problems
which due to distance they don’t share with
their parents
There is a sexual maladjustment between the
working couple
 Identity crisis took place among the couple
There always remain a difference in opinion
of working couple
Financial stability creates a confidence
among working women.
Working women are not supported by the If the patriarchal mindset is washed away and
family in m,any aspects of life the women’s got support from their family
they the level of their performance will also
increase and they can perform much better.

Chapter 6
Conclusion:-
Historically, women have been playing a paramount role in the socio-economic and legal
development of any country across the world. While referring to the status of women, former
Prime Minister Pandit Jawahar Lal Nehru said; “you can tell the state of nation by looking at
the condition of the women there”. The irony is that that today, everybody talks about women
empowerment but the naked truth is that nobody is willing to take initiative. The Constitution
of India, under Articles 14, 15 and 16 might have guaranteed women equality before law,
protection and opportunity to work without discrimination on the grounds of religion, caste,
creed, and sex. This cannot happen if both men and women are reluctant to change their
attitudes. Women have proved, time and again, that they are in no way inferior to men in all
walks of life. The male dominated society is not yet ready to accept it. Women just need the
necessary support and encouragement of the family and the society. Employment is considered
to be an important indicator of the women’s achievement in the economic condition. In the
services of professional and industrial sector employment of women has increased rapidly. The
key to transforming the social status of working women lies their own hands. Women need to
be more assertive and aware of their rights at home as well as at work. There are many social
self-help women’s groups and other women’s organizations that are ready to assist women in
upgrading their skills - connecting them with job and entrepreneurial opportunities, and
addressing their grievances, whether at the workplace or at home. Unless women decide to
resist their exploitation, whether at the economic ,social or sexual level, the goal of women’s
empowerment cannot be achieved. No society can develop morally, socially, culturally,
economically and legally without the participation of women.
 BIBLIOGRAPHY
Statutes:
i. Beedi and Cigar Workers (Conditions of Employment) Act, 1966.
ii. Building and Other Constructions (Regulations of Employment and conditions of
service) Act, 1996.
iii. Central Civil Service Rules of 1972
iv. The Contract Labour (Regulations and Abolition) Act, 1976.
v. The Employees State Insurance Act, 1948.
vi. The Equal Remuneration Act, 1976.
vii. The Factories (Amendment) Act, 1986.
viii. The Maternity Benefit act, 1961(Amended in 1995).
ix. The Mahatma Gandhi National Rural Employment Guarantee Act, 2005
(NGNREGA).
x. The Plantation Labour Act, 1951.
xi. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013
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Sr. No . CONTENTS Page nos.

1. Introduction 1-2

2. Problems With Wives Employment 2

3. Status Of Working Women 2

4. Socio economic issues of women 2-3

5. Problems of working women 3-4

6. Psychological problems 4-5

7. Laws Available 5-8

8. Protective Provisions for Working

Women Under these Laws 8-10

9. Judicial Approach 10-13

10. Impact on spousal Relationship 13-14

11. Conclusion 14-15

12. Bibliography 16-17

 (SYNOPSIS)

Gender Discrimination; an analysis in refrence

to Working Women’s and it’s Impact on
Spousal Relationship

FACULTY OF LAW
JAMIA MILIA ISLAMIA

Submitted By: Submitted To:

Mumtaj Dr. Ankur Sharma
LLM (Executive) Ist sem Assistant Professor
Jamia Milia Islamia
Session-2018-2019